What Illinois Employees and Employers Can Expect from the Equal Pay Act Provisions

(WIFR) – The start of the new year will bring a small but important change to applications in Illinois.

Employers with more than 15 employees must disclose the salary and benefits for each position they plan to advertise.

Pay and benefits transparency is a provision of the Equal Pay Act that prevents employers from paying unequal wages to people doing the same work, regardless of their race or gender.

“People have been fighting for equal pay for equal work for generations. I see this as an extension of that,” said Frances Orenic, legislative director of the Illinois AFL-CIO.

Starting January 1, employers with at least 15 employees will be required to provide salary and benefits information for the positions they plan to advertise. However, the employer is not obliged to advertise every position.

The AFL-CIO and the Illinois Department of Labor say this is a step in the right direction for equal employment opportunities.

“Then it will be easier for the employee to make the best decision for himself and his family,” says Orenic. “I think employers will make a more calculated decision on these things and what they offer.”

If an employer posts a job through a third party, they must notify all current employees within 14 days. This also includes advancement opportunities for which you can apply.

“However, the law itself applies to employers because of the possibility of an apprenticeship or union that could be held liable for jobs made under certain circumstances,” says Amy Sneirson of the Illinois Department of Labor.

The state says the safest course of action is to keep records of postings made for five years. This includes any salary and benefit changes to show employees that the employer acted in good faith.

“It could be that there was a huge loss between the time you advertised the job and the time you actually hired it,” says Sneirson.

If the Illinois Department of Labor determines that an active job posting does not meet these requirements. The employer has the opportunity to correct the violation before a penalty is imposed for the first two violations.

The next webinar will take place on Tuesday, December 17th at 2 p.m. Those interested can register here.

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